Glass Ceiling for Women and Work Engagement Evidence from Banking Sector of Pakistan

Abstract

This study delves into the intricate relationship between barriers and their effects on the glass ceiling and work engagement within the banking sector of Pakistan. Specifically, we investigate personal barriers, organizational barriers, and societal barriers as independent variables, with the glass ceiling for women serving as the mediator and work engagement as the dependent variable. Our research audience comprises employees in the Pakistani banking sector. To explore these connections, we administered a questionnaire to 250 respondents employed within the banking sector of Pakistan. This data collection effort serves to establish empirical evidence for the intricate relationships under investigation. To analyze the data, we utilized the SPSS software package, employing statistical tests, including correlation and regression analysis. The outcomes of our analysis conclusively demonstrate that personal barriers, organizational barriers, and societal barriers exert a positive influence on the existence of the glass ceiling for women within the banking sector of Pakistan. In other words, heightened levels of personal, organizational, and societal barriers correspond to an increased presence of the glass ceiling for women in this industry. Furthermore, our findings reveal a negative impact of the glass ceiling for women on work engagement within the banking sector of Pakistan. This suggests that as the glass ceiling for women intensifies, work engagement among employees in this sector diminishes. These findings provide valuable insights for stakeholders and policymakers, emphasizing the need to address and mitigate barriers to gender equality within the banking sector. A more equitable workplace not only benefits individual employees but also contributes to higher levels of work engagement, fostering a more productive and inclusive banking industry in Pakistan. This study highlights the urgency of gender-inclusive policies and practices in the banking sector to enhance both gender equality and workforce productivity.